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(a) Introduction
• A flexible working pattern is one that differs from the standard working pattern provided to officers and which is agreed with the officer on an individual basis.
• The Chief Constable must ensure arrangements are in place to enable officers to apply individually to work a flexible working pattern, and for such applications to be considered fairly and transparently. As part of this process it must be ensured that all decisions taken are in line with the requirements of the Equality Act 2010.

(b) Eligibility
• There is no eligibility criteria for police officers to request flexible or reduced hours working.
• The Chief Constable has the ability to implement a process where individuals can be directly appointed as part-time officers, although the probationary period would need to be extended accordingly.
• There is no limit to the number of times an officer can apply for flexible working on an annual basis.
• There is no requirement to reduce hours to work flexibly.

(c) Duty Rosters
• Part-time officers have a duty-roster in the same way as full-time officers. In line with PNB Circular 2017/2 each duty roster must cover at least 13 weeks and must be provided to the officer not later than four weeks before it is due to start
• Duty rosters must be developed to ensure average weekly hours align with the determined hours of the flexible working agreement and must ensure provisions for intervals between daily periods of duty and rest days.
• A duty roster can be altered only where:
• It is at the officer’s own request;
• It is agreed by the Joint Central Committee
• Where there is an exigency of duty; or
• In the case of a part-time officer, where this has been agreed between the officer and the Chief Constable
• Changes to duty rosters should only be made after full consideration of wellbeing, operational and practical circumstances, however flexible working agreements do not prevent the Chief Constable from recalling an officer to duty at any time or to require that officer to perform duty on a rest day, public holiday or annual leave day.

(d) Reviews
• The Chief Constable must review a part-time officer’s working arrangements at least once a year and may require a review within that period if there have been or are likely to be a significant change in circumstances.
• In relation to significant change the Chief Constable or officer can seek to instigate a review during this annual period.
• Whilst the review can consider the way in which the agreed determined hours are worked as part of the duty roster, it cannot result in a change to the officer’s determined hours, unless this is agreed by the officer.

(e) Returning to Full-Time Hours

• A police officer who was recruited as a full-time officer can return to full time working within 3 months of notifying the Service; and within 1 month if a suitable vacancy is available.

• This position does not apply to officers recruited on a reduced hours basis. Such officers need to apply to increase their hours through a flexible working application.

(f) Pay
Police Officer Pay, as outlined at 2.1, is pro-rated based on the officers determined hours.

(g) Additional hours for Part-time Officers
Where part-time officers work additional hours please refer to section 2.2.

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